Coaching that is disciplined, and focused pays for itself many times over. It has evolved to become a powerful tool for aligning individual performance with a company’s strategic plan, by targeting the gap between how an employee performs now and their potential for superior performance. Coaching can boost profits by moving people to a higher level of performance.

Emotional intelligence is the foundation of sound decision making, which is at the core of consistently high performance. Studies on the impact of emotional intelligence in the workplace emphasize that organizations with higher levels of emotional intelligence reap benefits in productivity and success. Business leaders who use Emotional Quotient expertise to build an emotionally intelligent culture gain a competitive edge for their organization in the marketplace.

Every company is known by the public via two distinct brands, its employer brand and its consumer brand. Understanding what distinguishes the employer brand and how it may affect attracting and retaining superior performers can be the difference between spring-loading out of a recession and not recovering at all.

One measure of an organization’s health is the state of its talent pipeline. Whether preparing for executive succession, filling open management positions as the need arises, or staffing new roles created by restructuring or growth, how ready is your company to fill key positions with star performers?

Return on investment is more important than ever in the slowly recovering business climate of 2010. Every dollar counts double as employers require that investments in talent pay off in performance improvements that will propel growth.

There is a clear connection between engagement, performance and profit. Recruiting talented candidates is not enough; it’s crucial that people are assigned to the specific roles where their talents will have the greatest impact on achieving company goals, and where they are most likely to remain onboard fully engaged.

As a trainer or learning officer, you inherently know the composition of any team or audience includes a wide spectrum of contrasting behavior styles, interests, motivators, and skills. Everyone is unique.

Each individual employee or audience member is unique in their behaviors, attitudes, skills and in the way they think and act. This impacts everything from listening to problem solving to goal achievement to training to how they respond to coaching. Given this diversity, how does one effectively provide training for so many different behavior types?

As talent managers, you are held responsible for making observable changes in your clients or staff. What if you could uncover a trainee's hidden beliefs that are silently undermining our efforts? Our Center for Applied Cognitive Research is doing just that and our results can you better understand your consulting interactions and solve many of your training dilemmas.